Suki Scott

📢 Hospitality Employers: ADA Accommodation Rules Are Shifting A recent Second Circuit ruling signals a meaningful change in how reasonable accommodations under the ADA are evaluated — and hospitality employers should take note. As outlined in this article by Ellenoff Grossman & Schole LLP, accommodations may be required even if an employee can perform essential job functions without them, so long as the request is reasonable and doesn’t pose an undue hardship. That means employers can’t dismiss requests simply because performance seems “fine.” Key takeaways for hospitality leaders: 🔹 Focus on whether an accommodation is reasonable — not just necessary 🔹 Engage in a thoughtful, documented interactive process 🔹 Be prepared to explain and support any denial Staying ahead of ADA compliance isn’t just about risk management — it’s about supporting your workforce in a demanding industry. Read more:https://lnkd.in/g-kDjhxn #Hospitality #ADACompliance #HR #EmploymentLaw #WorkplaceInclusion

3

Talent shortages aren’t new, but how employers respond is evolving. Across hospitality, tourism, and services, businesses are rethinking how they build resilient teams amid tightening local labour markets. More employers are looking beyond short-term fixes and focusing on sustainable workforce strategies that support growth, continuity, and guest experience. That’s where international recruitment, done responsibly and compliantly, plays a long-term role. At Alliance Abroad, we work with employers to plan ahead, not just fill gaps, connecting them with skilled international talent while navigating complex visa and mobility processes with confidence. Because workforce planning shouldn’t start when the pressure hits. Learn more today https://lnkd.in/ej2FHgKA James Bell Adam Cooper Susan Van Nostrand Jamie Banjak Marianna Lemire Sunny Krause Tyler Law Zhanna Saparova Jennifer Helsper Martha Drinan Daniela Vincent Kate Aguilar Lindsay Bongi Fanny Karpati Andrew Dybevik #SimplifyStaffing #GlobalPartnership #HospitalitySuccess #AllianceAbroad

18

1 Comment

EEOC Signals Possible Shift on Anti-Harassment Guidance—What Employers Should Know The EEOC has requested approval to rescind its 2024 harassment guidance tied to sexual orientation and gender identity. While enforcement priorities may shift, Title VII hasn’t changed—employers still must prevent harassment and ensure respectful workplaces. Now’s the time to review policies, train managers on civility and consistency, and document decisions—especially across multiple jurisdictions. #EmploymentLaw #HRCompliance #WorkplaceHarassment #HospitalityHR

1

Mentorship isn’t about asking for a favor; it’s about creating a connection that transforms your career. Fourteen months into my role as a Front Desk Supervisor, I felt invisible. I was performing well, yet promotions eluded me. The turning point? A single conversation with a Regional Director, which sparked a series of strategic discussions that catapulted me into management. Most people fail at finding mentors because they approach it all wrong. Instead of asking for mentorship outright, focus on building a genuine relationship. Start with value—not a request. Follow up, show your growth, and collaborate on meaningful projects. That’s how you earn advocacy from those in power. In just 11 months, I went from overlooked to a promoted manager with a 29% salary increase. It wasn’t luck; it was a strategy forged through four pivotal conversations. Ready to elevate your career? Dive into my latest blog to discover the full playbook on how mentorship can change everything. #Mentorship #CareerGrowth #Leadership #Networking #ProfessionalDevelopment 🔗 Read the full post: https://lnkd.in/dbPaGdnX

1

When a position opens, whether it’s hospitality operations leaders or corporate support positions (Finance, Marketing, HR, Facilities, etc.) leaders often feel pressure to fill it quickly. The natural reaction is to post the job, sift through résumés, and hope someone feels “close enough.” Some turn to recruiters who operate the same way: high volume, low depth, fast submissions, limited conversation. Jennifer Tierney, who heads up direct hire for Xclusive Services writes about why hospitality leaders need consultation and not a resume factory. Read more: https://lnkd.in/gcBx4CEm   

9

1 Comment

At White Lodging we’re reimagining careers around performance and skills instead of just titles. We know that growth in hospitality doesn’t follow a straight line, and by focusing on skills-based pathways, we’re creating more opportunities for associates to expand their expertise and shape careers that align with their strengths and ambitions. One way we’re bringing this to life is through our proprietary Career Journey Pathfinder. This tool helps associates visualize how their current skills translate into future opportunities, highlights development areas, and maps out clear, achievable steps to get there. Our performance-based Career Journey Pathfinder answers these key questions: 1) How will I know when I'm doing it right? 2) How will I know when I have the right skills to be 'ready enough'? Whether someone wants to grow in operations, move into leadership, or explore new parts of hospitality, the Career Journey Pathfinder provides a roadmap grounded in performance expectations, skills and learning. By investing in performance and skills-based careers and tools like the Career Journey Pathfinder, we’re not only unlocking growth for our people—we’re also strengthening the experiences we deliver to our guests every day. #thrive #vibe #perform #performance #skills #associatepromise #careerjourney #pathfinder #genuinecare #guestservice

34

2 Comments

Not every role requires retained search. But when you’re hiring someone who will influence culture, standards, and long-term performance — it’s worth slowing down and getting it right. That’s why we often prefer retained search for senior hospitality leadership roles. It allows for deeper alignment, stronger vetting, and more intentional decision-making. The recruiting model should match the impact of the role. If you’re evaluating your next leadership hire, let’s talk strategy first. 📧 khelfand@patriceandassociates.com 📞 727-515-0969 #HospitalityLeadership #ExecutiveSearch #LeadershipHiring #TalentStrategy #PatriceAndAssociates

3

Worried your top talent isn’t happy? You might be pleasantly surprised. Our latest Workforce Insights Report reveals a strong pulse on positivity across hospitality and events professionals with 77% saying they like or love their current role. But don’t leave satisfaction to chance. A simple check like a quick team survey can uncover what really drives happiness (or stress). Often, it’s small changes that make a big difference to wellbeing and retention. Download the full report for insights that go beyond the stats: https://lnkd.in/gBFfSACZ #HospitalityRecruitment #EventsIndustry #TheMondayGroup

3

⚡FLASHBACK FRIDAY⚡ What did your first job teach you? Sarah Eustis, CEO of Main Street Hospitality, talks about her first job as a housekeeper at The Red Lion Inn. She says this job established the ultimate foundation for a career in hospitality leadership. She learned to understand that every action impacts the guest experience. From managing priorities as part of a team to the physical way a room is presented, hospitality is built on the fundamental building blocks of professionalism. Want to collaborate with The Modern Hotelier? Reach us at hello@themodernhotelier.com or visit www.modernhotelier.media. Check out the full episode in the comments — and don’t forget to 👍 like, ➕ follow The Modern Hotelier, and share if you enjoyed the conversation. #TheModernHotelier #Podcast #Media

31

4 Comments

In hospitality, most organizations don’t have a hiring problem. They have an onboarding problem. And that problem shows up later as turnover, inconsistency, and underperformance. Early in my career, I learned something that shaped how I lead teams to this day: Onboarding isn’t paperwork. It’s commitment. The strongest onboarding processes do more than explain tasks. They create clarity, connection, and emotional buy-in from day one. When I was leading teams, onboarding was intentional. Small groups. Real conversations. Stories about what the team stood for. People coming into the room to share what being part of the team meant to them. Not policy. Not manuals. Connection. Ownership. Pride. You could see it happen in real time. People didn’t just understand the job. They understood what they were becoming part of. That changed how they showed up. Later in my career, I experienced the opposite. Three hours of someone talking about themselves. Or a manual handed over with, “Everything you need is in here.” No connection. No context. No culture. And the outcome was predictable. When onboarding is transactional, engagement becomes optional. When onboarding is intentional, performance becomes consistent. The best teams don’t leave culture to chance. They build it—starting on day one. #HospitalityConsulting #Leadership #ServiceCulture #Operations #TeamDevelopment

1

Most hospitality employers separate compliance training (harassment, safety, policies) from the soft skills and service training that actually impact guest experience. But your first week sets the tone, and employees need all three to thrive: 🔵 Compliance. Cover the essentials early to protect your business and employees. 🔵 Culture. Connect hires to your brand story and values so they feel like part of the team, not just a body filling a shift. 🔵 Skills. From basic service standards to property-specific tasks, give employees tangible tools to perform confidently. Blending these elements instead of dragging them out over weeks creates confident hires who understand both what to do and why it matters. Here's how to start making this part of your onboarding process. ⬇️ https://lnkd.in/e_7spqV5

2

L&D leaders in hospitality and restaurants know the juggle. You’re training, creating, and onboarding, all while keeping daily operations running. Now imagine having tools that make that work easier, helping you move faster, work smarter, and make a bigger impact without adding headcount or budget. That’s exactly what we’ll explore in “Smarter, Faster, Stronger: 5 AI Tactics to Maximize L&D Impact & Capacity,” a webinar hosted with CHART - Council of Hotel and Restaurant Trainers. You’ll discover how to: ✔️ Streamline content creation ✔️ Reduce admin times ✔️ Focus on developing your people, not just managing tasks Five practical, easy-to-implement tactics. No big budgets or extra headcount required. 📅 When: December 3rd at 1pm CT Save your spot → https://bit.ly/48OWylX Presented by Evan Melick, VP of Product, and Tracy LeMieux, VP of Marketing, Intertek People Assurance.

15

Ready for the next busy season? It’s time to rethink how hospitality hiring happens. Seasonal staffing isn’t just “extra help”—it’s a strategic advantage that can make or break your guest experience and team performance. That’s why Patrice & Associates created the Seasonal Hospitality Hiring Guide for Employers. In this guide, we explore: Why reactive hiring creates labor shortages How data and forecasting help you hire earlier and smarter Proven practices to build a scalable seasonal talent pool Ways to improve candidate experience and retention How hospitality-focused recruiting partners can reduce cost-per-hire and improve outcomes Whether you’re a restaurant, hotel, resort, or entertainment employer, planning ahead and hiring with intention is the competitive edge you need. Read the full guide to transform your seasonal hiring strategy: https://lnkd.in/eiQA5NgQ #HospitalityHiring #SeasonalWorkforce #RecruitmentStrategy #HospitalityLeadership #EmployerBranding #PatriceandAssociates

3

Hospitality doesn’t have a labor problem. It has a hiring strategy problem. Treat recruitment like admin and watch: • Turnover spike • Costs rise • Service fall Hiring isn’t HR work, it’s commercial work. Are you hiring to survive or to win? Read more here: https://lnkd.in/gC6sd72Q

1

Great hospitality leaders know culture isn't about service scripts. It's about emotional outcomes. Ask yourself what emotion you want people to leave with, then build that question into your daily standups and one-on-ones. #EmotionalOutcomes #LeadershipCulture #HospitalityMindset

1

🔎 Today’s hospitality applicants do their homework. According to the 2025 Hireology + American Hotel & Lodging Association Hospitality Applicant Study, 41% of job seekers check your career site first to see if your culture meets their standards. Your career site is the #1 place candidates go to learn about your culture, benefits, and what it’s really like to work at your property. 🛎️ An authentic, engaging, and mobile-friendly site sets you apart from the competition. Download our full guide for insights on building a career site that attracts top talent: https://hubs.ly/Q03FRkmb0

6

Can HR leaders reverse hospitality turnover trends? Hospitality attrition has reshaped hotel and restaurant operations. Front‑of‑house teams, room attendants, and kitchen staff quit faster than supervisors can fill open shifts. High churn erodes guest experience, drains budgets, and forces managers to backfill roles repeatedly. Average annual turnover reaches 70% in hotels and 75% in restaurants, with fast‑food roles spiking up to 150%. Hotel and restaurant employers that retain top performers share common behaviors. They: • Close new-hire training gaps that lead to early mistakes and no‑call/no-shows. • Make schedules more consistent so staff feel less stress, trust their manager more, and stay longer • Track employee feedback to identify when trust in management breaks down (to intervene early). Download the Retensa 10 Year Trends – Employee Turnover Industry Report 𝐅𝐑𝐄𝐄 (a $19.95 value) to explore turnover trends in most industries.   Use it to benchmark your organization’s performance and see how your turnover rates compare. 𝐔𝐬𝐞 𝐏𝐫𝐨𝐦𝐨 𝐂𝐨𝐝𝐞 𝐓𝐑𝐄𝐍𝐃𝐒10.   Link in Comments.   #HospitalityHR #EmployeeRetention #HospitalityWorkforce #HRLeadership #TalentManagement #HospitalityRecruitment #WorkforceStrategy #EmployeeEngagement

8

1 Comment